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Proposal: Staff Engagement, Training and DevelopmentEngineering Staff Advisory Council (ESAC)Employee Engagement Committee (EEC)Success is not from following those rowing in the wrong direction,it is following those who have the passion and innovation to move forward.July 2015

PROPOSAL: Engagement, Training and DevelopmentENGINEERING STAFF ADVISORY COUNCIL (ESAC)EMPLOYEE ENGAGEMENT COMMITTEE (EEC)TABLE OF CONTENTSEngagement Mission Statement1Objective1Section 1: Survey ResultsA. Review of Survey Results11Section II: Engagement, Training and DevelopmentA. Functional Group Engagement11B. Technical Training2C. Skill Specific2D. System & Software Specific3E. Leadership Development3F. Engagement Calendar3Section III: Request3Supporting DocumentsFunctional Group Alignment4Engagement Calendar (Tentative)5ESAC EMPLOYEE ENGAGEMENT COMMITTEEKatina Anderson, Laura Ampol-Hall, Cheryl Kocman, Nicole Latham, Nicole Pottberg, Brooke Schneider,Jared Scoggins, Yolanda VealsJuly 2015

Proposal, 1ENGAGEMENT MISSION STATEMENTEmployee engagement involves all A&M Engineering employees actively working together to defineand enhance our culture. Engagement is more than a one-time training, it is a commitment to worktogether to build an environment that strives on continuous improvement by developing skills throughlearning opportunities, and reinforcing mutual respect among all A&M Engineering employees.OBJECTIVEThe proposal objective is to seek support for the development, coordination, implementation, andmaintenance of an employee engagement initiative for all A&M Engineering employees. The employeeengagement initiative will merge training and development opportunities to support learning as ashared experience among functional groups; resulting in a blend of job satisfaction and commitment,and leading to improved performance, productivity and feelings of empowerment.SECTION I: SURVEY RESULTSA. Review of Survey ResultsOver 350 support staff responded to a survey conducted at the 2015 Annual ESAC StaffWorkshop. The following areas of interest were identified: technical, skill specific, software andsystem specific; and of these, the following list includes the top three requests that rated thehighest:1.2.3.4.TECHNICAL: project management, proposal writing and time managementSKILL SPECIFIC: communication, conflict resolution and emotional intelligence trainingSOFTWARE: Excel, LaserFiche and PowerPointSYSTEM SPECIFIC: CONCUR, FAMIS and MAESTROSECTION II: ENGAGEMENT, TRAINING AND DEVELOPMENTA. Functional Group EngagementForm employee functional groups, identify a moderator for each group, and schedule routineengagement opportunities.Engagement through a functional group structure encourages employees to share best practices,experiences, and establish consistency in approach to processes while building a network amongpeers who perform similar functions. In alignment with A&M Engineering’s effort to efficientlycombine resources, the functional group structure will align employees with similar functionsthrough various engagement activities. (See page 4).It is recommended to have routine webinars, led by a leadership coach, to engage the functionalgroups together and focus on team-building, motivation, morale, and respect. Each functionalgroup will have a designated moderator who is responsible for offering support to the group bykeeping them engaged and informed of upcoming professional development opportunities.It is proposed to bring the leadership coach to the May 2016 ESAC Staff Workshop. Theleadership coach can then tie in the year-long trainings in to a “wrap-up” session at theworkshop.

Proposal, 2B. Technical TrainingProposal WritingThe Engineering Research Development Office has been consulted to offer a five-part proposaland grant writing series. Additional training in this area will be offered as deemed necessaryand/or requested by employees.Project ManagementEmployees will have the opportunity to develop the skills to plan, monitor, and execute a projectin a timely manner. Example of topics offered by Texas A&M Office of Project Management:Project Management and Leadership, The Project Manager as Communicator, and others.Time ManagementMany employees find themselves multi-tasking which can at times seem overwhelming andstressful. Offer training that focuses on effective planning, goal setting, and managing deadlinesas a means for employees to control their time efficiently.C. Skill SpecificCommunicationEffective communication is necessary in improving teamwork, decision making and problemsolving. Provide opportunities for employees to develop skills for improved communication,leading to fewer conflicts and enhanced engagement.Conflict ResolutionConflict resolution training will be available to both supervisor and employee, although theformat may differ. Supervisors will have training in a facilitating type role, learning how toidentify, address and handle conflict; whereas, the employee will learn through identification offeelings, listening and communicating as a way of seeking a solution. Reducing conflict promotesa respectful work environment.Emotional Intelligence (EQ)Texas A&M Engineering and TAMU have individuals with expertise in the area of EmotionalIntelligence (EQ). By utilizing their expertise, and connections to other leaders in this area, EQwill be a key element in meeting the goals of enhancing our culture and encouraging engagementfrom all employees.For this portion of the engagement to be successful it is recommended to begin with top leveladministrators and work in defined groups. Therefore, the following is proposed: Engineering Administration (Vice Chancellor and Direct Reports). Suggested session: 2hours.College of Engineering Department Heads and TEES Center Directors. Suggested session:2 – 4 hours.Supervisors, Department/Division Chief of Staff Positions. Suggested session: 2 – 4 hours.General Employees. Suggested session: 2 – 4 hours. Available throughout the year.D. System and Software SpecificSystem specific training of the most commonly used work systems (CONCUR, FAMIS andMAESTRO) were requested by employees. Trainings for these systems are already offeredthrough a variety of options. The need for additional training will be monitored and coordinatedas needed.

Proposal, 3Software specific training is currently available through a variety of local and online vendors.An effort to bring training in the areas most commonly requested (Excel, LaserFiche andPowerPoint) by employees as indicated in the survey will be further researched.E.Leadership DevelopmentLeadership training will provide the tools to enhance the skills at various levels includingemployees new to their position who aspire to reach a leadership position as well as individuals inan existing role as supervisor, manager, director or other position that requires overseeingemployees. We envision a program that provides opportunities for employee growth to enhancethe culture and increase engagement. This will include building the foundation for promotion andgrowth with the end product including a personal leadership and development plan.Of the 125 respondents who identified as serving in a supervisory role, 75% expressed an interestin training to advance their knowledge and skills in a leadership position. The following trainingwas rated highest, but is not limited to these topics:1)2)3)4)Motivating and rewarding employeesEffective CoachingConflict resolutionTeam-buildingTaken into consideration will be a partnership with TEEX and TTI in their established leadershipprograms.F. Engagement CalendarA tentative schedule of engagement and training opportunities has been developed. Working incoordination with A&M Engineering employees the calendar will be modified as needed toensure employee’s needs are met. (See page 5).SECTION III: REQUESTIn addition to asking for monetary support of the employee engagement initiative, we seekendorsement from A&M Engineering administration of this employee engagement initiative. Thisendorsement will send a message to employees that participation is essential in building anenvironment that strives on continuous improvement, learning, and development while enrichingour culture.Monetary request includes the following:1) Funding in the amount of 500 per staff employee, to meet the initial goals of the employeeengagement initiative is requested. This funding will be used for expenses associated withengagement, training and development, offerings.2) Funding to support dedicated staff to oversee, identify, coordinate and implement theemployee engagement initiative for A&M Engineering staff. This individual will work closelywith the volunteers of the ESAC Employee Engagement Committee.3) As the engagement initiative is ramped up a needs analysis will be done to determine futurefunding levels.

Proposal, 4FUNCTIONAL GROUPSTo align employees with individuals who have similar tasks, roles, and responsibilities, title codeswill be slotted into the appropriate functional group from the list below: Division DirectorFacilities/Property/InventoryResearch Assistants (work for PIs)Research Engineer/Research AssociateInformation TechnologyCommunications/Marketing/Web PageAdvisingTravel/Accounts istrative SupportProgram CoordinatorEvents Coordination

Proposal, 5ENGAGEMENT CALENDAR (tentative)2015JulyUpon confirmed support from administration, begin marketing campaign.Seek moderators for functional groupsConduct bid process for outside vendors.AugustFunctional Group Leaders Engagement WebinarProposal and Grant Writing (Grant Proposals 101)SeptemberFunctional Group Webinar (1)Proposal and Grant Writing (Budget Bits)OctoberConflict Resolution (Half Day each for General and Supervisor Specific)Proposal and Grant Writing (Finding & Responding to Funding Opportunities)Project Management (Four ½ day sessions)NovemberFunctional Group Webinar (2)Proposal and Grant Writing (Review Process)DecemberConflict Resolution (Half Day each for General and Supervisor Specific)Proposal and Grant Writing (Review Process)2016JanuaryFunctional Group Webinar (3)FebruaryConflict Resolution (Half Day each for General and Supervisor Specific)MarchFunctional Group Webinar (4)AprilConflict Resolution (Half Day each for General and Supervisor Specific)MayFunctional Group Webinar (5)ESAC Staff Workshop

ESAC Employee Engagement Initiative BudgetBudget ItemCost Per Item QuantityAnnual TotalDescription500.009.004,500.00 Working with a leadership coach/engagement specialist, offer aseries of group webinars (3 webinars 3 time year) and discussiongroup meetings to network, exchange ideas and knowledge, andshare best practices and begin building an environment ofcollaboration.6,000.001.006,000.00 Onsite Engagement Session: Accentuate engagement activities ofFunctional Groups with on‐site sessoin. Includes speaker fee, meals,travel and accommodations of presenter.19,500.001.0019,500.00 Meals, training materials, incentives used as part of Functional Groupevents and webinars. (9 events / 500 .00Professional Development onal Group Engagement Sessions and Group MeetingsOn-Site Engagement SessionOperating Budget For FG SessionsProfessional Development & Training CoursesConflict ResolutionImproving Interpersonal Commication SkillsEmotional Intelligence SeriesStep-by-Step Guide: 12 Steps to Project Management(Includes Goal Setting and Time Management)‐28,800.00 Offered as half‐day sessions with separate focus on supervisorspecific and employee to employee conflict.7,200.00 Offered Fall & Spring Semester4,000.00 Speaker Fees15,000.00 TAMU Office of Project Management: Offered Fall and Spring50,000.00 Staff support responsible for organizing and managing traininginitiative. ( 50K base plus fringe)‐135,000.00

Proposal: Staff Engagement, Training and Development Author: Katina Anderson, Laura Ampol-Hall, Cheryl Kocman, Nicole Latham, Brooke Schneider, Nicole Pottberg \(Chair\), Yolanda Veals Subject: Engineering Staff Advisory Council \(ESAC\) Created Date: 7/28/2015 8:47:08 AM